Ep #26: The Interview with Eleanor Beaton, Founder of Fierce Feminine Leadership

 In Podcast

Kris talks with Eleanor Beaton, founder of Fierce Feminine Leadership, an organization that helps ambitious women develop the confidence, presence, political savvy and influence they need to smash the glass ceiling.

Biography

Eleanor Beaton

Eleanor Beaton is a women’s leadership mentor and founder of Fierce Feminine Leadership, an organization that helps ambitious women develop the confidence, presence, political savvy and influence they need to smash the glass ceiling and take their seats at the tables where the big deals and big decisions are made. She is also an award-winning journalist and host of the Fierce Feminine Leadership podcast. Eleanor has served as Chair of the Visiting Women’s Executive Exchange Program at the Yale School of Management. She currently sits on the boards of Innovacorp and Invest Nova Scotia.

Eleanor was the winner of the 2018 Nova Scotia Export Achievement Award: Business of Diversity Champion of the Year. In 2017, she won the prestigious Profiles in Diversity “Women Worth Watching” Award for her work promoting diversity and inclusion. She was also named Canada’s Leadership Coach of the Year by the 2017 Corporate Excellence Awards.

Eleanor has been privileged to serve some of the country’s most recognized women leaders, including Arlene Dickinson, star of CBC’s hit show Dragon’s Den and former Canadian First Lady Margaret Trudeau.

An international keynote speaker, Eleanor has presented at conferences whose rosters include such notables as former US Secretary of State Hillary Rodham Clinton, Oscar-nominated actress Taraji P. Henson and 23andMe Inc. co-founder Anne Wojcicki.

What you’ll find in this episode:

  1. One of the most important factors for a leader is embarrassability.
  2. What Eleanor thinks makes a great team. “For me, the thing that threads a team together is this sense of trust in one another.” – Eleanor
  3. I have found as I brought people into my team, that they have their own zones of genius and that allows me to continue to withdraw from certain areas and focus on a smaller area that has broader impact. – Eleanor
  4. What Eleanor’s vision is.
  5. “I love the men! I coach men! I love the men! But women lead differently.” – Kris
  6. “Delegation does give you time… eventually.” – Kris
  7. “As soon as you have the right team, everything is exponentially better.” – Kris
  8. “To do consistent effort over time, we have to be able to rest and catch our breath through the hard things.” – Eleanor
  9. “Don’t worry if your body shakes, it’s just weakness leaving your body.” – Kris’ yoga instructor

Featured on the Show and Other Notes:

 

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Podcast Transcript

Kris Plachy: Hey everyone, I’m Kris Plachy and this is: How to Lead for Female Entrepreneurs and Founders because, the best way to grow a business is to grow the person running it. Let’s go ahead and get started. Hello everyone and welcome to this week’s podcast where I am conducting an interview with the inspiring and insightful, Eleanor Beaton. I don’t listen to a ton of podcasts. I am very discriminating with who I let into my brain.

Kris Plachy: I have a lot of ideas and I like to be very strategic about who I learn from. I listen a lot to Ali Brown. If you don’t listen to Glambition Radio, I recommend it. She’s fabulous. Ali does some incredible, interesting work in the world with her clients. Eleanor Beaton was on Ali’s podcast and as soon as I listened to Eleanor on Ali’s podcast I was so grateful.

Kris Plachy: I have been a huge fan of Eleanor’s ever since then. She has a podcast as well called the Feared Feminist Podcast where she has a combination of incredible wisdom for women who run their own business and who lead in the world and also, she does some great interviews. If you’re not familiar with Eleanor, I’m so excited to introduce you to her today as a women who is also leading. Eleanor is a women’s leadership expert. She is recognized for her incredible work in the world with women, especially in the space of confidence and really owning your power and building a business and a message that really changes the world.

Kris Plachy: I was absolutely tickled because her podcast producer reached out to me and said that Eleanor was listening to my podcast, which of course, was like, what? Fun. Normally, I only interview my clients. In this case, I wanted very much, to meet Eleanor and introduce her work to you as well. I think that as a woman who leads her own business, talking to women who lead their own businesses, I believe it takes a powerful tribe of other thought leaders to serve all of us at different points in our development and in our growth.

Kris Plachy: My hope, as you work with me and know me, is that I introduce you strategically, to the women in the world who are involved in leadership for women who are inclusive and they want to invite people to the party and they want to engage people at all places of their growth versus what I have experienced a little of. There’s this exclusive club too where people are left out. I just want to really introduce you to the women that I believe are part of a growing momentum around changing the way we think about leadership for women and the presence that we all carry in our businesses and even in the businesses that we work within.

Kris Plachy: I could go on and on. Eleanor and I have an incredible conversation to share with you. I’m so excited to bring this to you. I will stop with my intro and just let us get started. Okay Eleanor, I am so glad to have you here. You are such a powerhouse in the space around women and leadership. You’ve done incredible work and continue to do incredible work and I find you incredibly inspiring. I listen to your podcast and I just listen to you and I feel like you’re speaking to me.

Eleanor Beaton: It’s a mutual fan woman moment.

Kris Plachy: Yes. I know.

Eleanor Beaton: I love your show.

Kris Plachy: Yeah. Anybody who listens to my show totally has to listen to Eleanor’s show because, if you like my show, I think you’ll like Eleanor’s show and vice versa, right?

Eleanor Beaton: Totally.

Kris Plachy: We’re in the same [inaudible 00:04:34], just slightly different lanes, which I love. I’m thrilled and so honored to have you here. In fact, when your podcast producer reached out to me, I was like, “What? Yes, let’s do it. Let’s go.”

Eleanor Beaton: It’s an amazing thing, to be able to find these conversations that are so aligned. For me, like I was saying, one of the things that I love about the conversations that you’re leading and shaping around women’s entrepreneurship is really this focus on leadership. It’s sometimes, the conversation around women’s entrepreneurship, entrepreneurship can generally be so tactical but I think these broader conversations about who we’re being is so important.

Kris Plachy: Oh my gosh, that’s so well said. I agree. I think there’s a lot of emphasis on how to make more money, how to get more clients, how to sell, how to market. Which, there is nothing wrong with that. Everybody needs to know how to do that but then, when you generate the revenue… People kind of fall in my lap. They find me at that $1 to $3 million mark where now, they generated the revenue and they have people on the team and they don’t know what they’re doing and they think they should know what they’re doing.

Eleanor Beaton: Because it’s so humbly. It’s so very humbling, to be like, you think you’ve made it and then all of a sudden, there is this new set of challenges that can be so thorny, they really get to the heart of, “Who am I?” Yeah, I 100% get it.

Kris Plachy: Yeah, they think there’s a good trick to tell there but like you just said, which is, it always is humbling. You have to be willing to always be, oh, yeah. I need to rethink how I do that. I don’t think there’s ever the landing point of, you’re done, when it comes to developing yourself as a leader. I don’t think because I know I’ve been at it 25 years and I am still like, “Oh, that’s good to know.”

Eleanor Beaton: You know, I can remember somebody saying that, for a leader, one of the most important factors is your embarassability factor. How much are you willing to tolerate that feeling of being embarrassed because you stepped in it again, you made this mistake, you overlooked this basic thing? I think that’s the challenge with leadership where, trying to make decisions in the face of ongoing uncertainty and we’re constantly making mistakes, things that we should have known better, being surrounded by people who might know better than us in that particular situation and you still have to lead through it.

Kris Plachy: Yes. Yeah. I can’t just decide, “I’m just going to sell it. How do I get out? What do I do?”

Eleanor Beaton: Exactly.

Kris Plachy: That’s such a great point. People can be so willing to take risks when it comes to spending money or trying a new market. There’s this real pallette for it. We can tolerate that but those more intimate risks in relationships and conversations that we have with people who work for us, that’s where people often times shut down. They don’t know how to do that and experience the vulnerability the ability to be embarrassed. That’s really well said. Embarassability. I feel like I have a lot of that so that’s good to know.

Kris Plachy: Okay. I want to talk to you about your business because it’s gorgeous and you’re doing amazing things in it. It’s funny, before you and I started recording, you said to me, I think you said, “I have a great team.” It’s allowing you to do so many great things for your business, at a much higher level. I think I want to just start with you there. What makes a great team?

Eleanor Beaton: I love this question because to me, the single thing that makes a great team over anything else is trust.

Kris Plachy: Cool.

Eleanor Beaton: I think there’s a lot of things that we could teach. I think there’s a lot of things that we can coach around but for me, the thing that threads a team together is the sense of trust in one another. What that looks like is, can I trust you with sensitive information? Can I trust you to do the things that you say you’re going to do? Can I trust you to let me know if I’m overloading you?

Eleanor Beaton: The trust becomes both, a factor of the relationship that I have individually with everybody on the team and also, the environment that I am creating. Together, I guess, we’re co-creating around honest conversations and authentic conversations. To me, a great team, the bedrock is trust and it’s where we can have inspiring conversations, tactical discussions and hard talks about things like accountability.

Kris Plachy: Absolutely. That’s really well said. I don’t know what your experience has been but, because that is not common, I guess is the way I want to say that, the willingness that a leader would have to be really honest and open and have that kind of conversation to be direct, I think you have a resource that’s called radical… It’s about your confidence, right?

Eleanor Beaton: Yeah. Radical conviction.

Kris Plachy: Right. Radical conviction. Love the word radical. It’s like, “Can you show up and be all you?” I feel like, a lot of times, when you go to hire people, they’re not used to that. The game outside, in so many other companies, is not to be that way. I’m kind of curious as you bring people into your business, how you orient them the way that you want to approach the relationships that you have and the way that you guys get your work done?

Eleanor Beaton: Oh, that’s such a great question. For me, one of the first things that I’ll do personally is, we will have a heart-to-heart kickoff conversation where I share with them… By this point remember, a lot of the conversation has been me learning about them. They’re taking the Colbie. They’re telling me about their experiences. They’re telling me about their experiences. They’re doing assignments so I really believe in hiring slow and being as thorough as I can in terms of really getting a sense of who they are and, how are they going to fit into this team?

Eleanor Beaton: Then, in a sense, the tables are turned. They will know from listening to the podcast and listening to the interview process, they’re going to have a sense of who I am but, until we start working together, they’re not really going to have a full picture of who I am. For instance, I believe that, as women in particular, we’re so conditioned to please others, to be nice, to put others’ needs before our own, to rescue, to nurture, to save that sometimes, that undercuts our ability in business, in this constantly dynamic, changing environment, to have direct conversation.

Eleanor Beaton: What I say to them, we start out with a conversation, “This is how I’m going to show up sometimes, and this is what I want you to take from this.” I favor being direct over holding back because I’m concerned I’m going to hurt your feelings. I’m going to be fair. I’m going to treat you with respect and kindness but I’m always going to say things in the most direct way and I hope you do the same thing.”

Eleanor Beaton: It’s like we educate and it just kind of gives everybody permission to name the thing, say the thing and be super direct and clear.

Kris Plachy: Well good. Then, I think once you’ve done that and then you’ve modeled, “I can be direct,” then that’s it. There’s no drama after. There’s no passive aggressive weirdness. People don’t get weird. We just addressed it. It’s actually the highest form of kindness I think, to just tell someone what needs to be said. My mantra has always been, “I will say it when I have love and grace in my heart.”

Kris Plachy: That’s when I’m going to communicate with you. If I’m upset, if I’m mad, if I’m irritated, if I’m annoyed then, that’ll show up anyway. Especially as women. Like you said, we’re very perceptive and we pick up on that. That’s part of why we struggle with the feedback because we’re busy reading everybody all the time and wanting the kind, nurturing one so yeah. Being direct and then modeling, “I can be direct,” and then the next conversation it’s, “Let’s go.”

Eleanor Beaton: Exactly. I think, what you’ve just shared is something I aspire to. In general, I am going to have that love and grace in my heart before I share something. Sometimes, in the moment, if I’m moving fast, there’s times when I have some sharpness in my heart.

Kris Plachy: Just a little bit of edge.

Eleanor Beaton: A little bit of edge.

Kris Plachy: Forget to turn it back on.

Eleanor Beaton: Right. In those moments, what I’ll try to do is catch myself, acknowledge it, brief apology, let’s move on. I’m just sharing that because it’s like what we were talking about. It’s this humbling nature of leadership that, I have my vision of myself as a leader and sometimes I make it there and sometimes I fall short. Again, it’s like that whole thing. We still have to lead through it.

Kris Plachy: Yeah. It’s not like you can just go, “I’m done for the day.”

Eleanor Beaton: That’s right.

Kris Plachy: They’re all waiting on you for the direction.

Eleanor Beaton: Yeah.

Kris Plachy: Yeah. That’s great perspective and I think the truth is, there’s never a day when we’re just not affected by what we do and it’s okay. It’s okay to get annoyed but let’s just not lead from being annoyed.

Eleanor Beaton: Exactly.

Kris Plachy: That’s when we do the things.

Eleanor Beaton: It’s this idea too and, it just came to mind, this other thing of, what makes a great team? For me, I was thinking through this as we were having this conversation, I think there’s this other aspect, which is that, for me, a great team is going to be a group of men and women who also challenge me as a leader or you, as a listener, our sense of who we are and causes that to expand.

Eleanor Beaton: I have found again and again, for me, as I’ve brought people into my team and they have their own zones of genius and that allows me to continue to withdraw from certain areas and focus on a smaller and smaller area that has broader and broader impact but that has challenged my sense of who I am. If you’re not aware of it and you’re not processing these thoughts and beliefs on an ongoing basis, it can actually keep your business small.

Eleanor Beaton: For me, it’s really been, “Do these people challenge me to elevate as much as my clients do,” and that to me, is a sense of a great team also.

Kris Plachy: Oh, I love that. It makes me think about a client I have who has been working with me for about a year and a half. She really did all the work. She setup her team, she hired really well. She was at the time, running three practices and then she expanded and she started doing some franchising of her business. She hired somebody who really, was overseeing all the operations of that and she came to one of our coaching calls and she was like, “I don’t really know what I’m supposed to do.”

Kris Plachy: She had a little bit of an identity crisis. I think that really stems off of what you said that, her willingness to allow herself to evolve based on the team she had designed. She was learning from them and then also, hitting these moments in her business of, “My business does not need me to be her anymore. My business needs me to be her. What does she do every day? I have to rewrite my job description.” It’s awful. It’s very uncomfortable if you don’t just allow yourself to notice how you’re thinking, notice what you’re thinking about yourself because otherwise, she was very, very close which is, I’ve seen other clients do this, where they will swoop back in because that’s where they’re comfortable. They know the [inaudible 00:17:22]. Yeah.

Eleanor Beaton: No, it’s huge. I have a friend actually, who went through a period of intense growth. Like unicorn growth. Did the smart thing of hiring well, bringing in amazing leadership and it’s funny because, she realized she was bored. She said she was basically getting in, getting involved in creating mini crises out of the sense of, rather than having those conversations about, “Who am I know? Where’s my highest value? What do I…” it’s that redefinition of self that’s so critical.

Eleanor Beaton: You earned it. We’ve earned it. It’s a seven figure problem and it’s a problem we’re not used to having and we’re not used to talking about.

Kris Plachy: Yes. We have to make our little brains work a little bit.

Eleanor Beaton: That’s right.

Kris Plachy: How do I approach this totally differently? Such great information. Good insight. Thank you. Okay. Let’s talk about you and your fabulous business. I want to know, first of all, for people who don’t know who you are, let’s just talk a little bit about what you do and I want to know what your vision is.

Eleanor Beaton: I love that question. My business really, is totally devoted to helping women entrepreneurs grow and scale past the million dollar mark and really doing it through equipping them with really excellent leadership skills. I love your message really, around the podcast which is, the best way to grow the business is to grow the leader. I couldn’t agree with you more and I also have this very firm belief, when we look at the conversation around entrepreneurship and what it takes to build and grow and scale companies and what does success look like, so much of the conversation around entrepreneurship and business generally, has really been shaped under a male gaze. Male hands and a male gaze.

Kris Plachy: True.

Eleanor Beaton: I have those books. I’ve read Scaling Up. I’ve read Good to Great. Great resources, amazing books but, I think we so badly need women’s voices because we’re starting businesses five times faster than the national average and in my view, we need voices like mine and yours and some of our listeners, really shaping the conversation about: what makes a great business? How do you lead it affectively? I think some of that tactical approach is a very male-centered view whereas I think, this idea of tying the growth of our businesses to our development as leaders, as women, is so key.

Eleanor Beaton: That’s what my business is all about. That’s what my business is all about. While we monetized through coaching and learning programs, to me, we’re a media and learning company. My vision is really, to build one of the world’s premier media company’s for women entrepreneurs.

Kris Plachy: Brilliant. I always am surprised and then, so validated by the synergy of thought that happens spontaneously. I actually have goosebumps all over my body because this weekend, I was reading a new book by recommendation by my coach and fabulous girlfriend Brooke Christio. She told me to read this book. It’s called Due Scale by Leslie Cuban.

Eleanor Beaton: That sounds good.

Kris Plachy: About the magic of growing a remarkable company. It’s really good. One of the things that Brooke taught me, that I work to do regularly, is something called super thinking. Super thinking is when you take any resource, you can read anything, any book, and you give yourself a half an hour and you just let yourself read it while you have a question you want to answer in your brain. It doesn’t have to have anything to do with the book.

Kris Plachy: I was thinking about my business. I’m starting a new group. I’m just like, “What do I want to say about this?” Just was letting myself have some quiet time in my backyard with a book. As I was reading this, I wrote down, “Are you tired of being the only woman in the room?” Then I wrote down, for those of you listening, Eleanor and I can see each other. You can’t see us. I wrote down, all of the names of the thought leaders that I could think of, that are recognizable.

Kris Plachy: John Maxwell, Cubby, Tony Robbins, Dan Sullivan, Blanchard, Carnegie. What do they all have in common?

Eleanor Beaton: Dang girl.

Kris Plachy: They’re all men. Then I was like, “I love the men.” This was not a feminist march towards, no more men. I love the men. I coach them. I want the men. Women lead differently. Every single one of my clients who’s at that high level, they’ll always tell me, “Yeah, I was one of two women there. I was the only woman in the room. One of three women in the room.” There isn’t a place that jus right about… I think you and I are on the same space. I just want to make sure that every woman who has a team, knows how to lead that team from hiring to firing, but with their own perspective as a woman versus what we’ve been taught to think about how to do that. That’s just kind of woo-woo weird to me that you just…

Eleanor Beaton: Yeah. No. You know what? That is. I love that. You know what’s so interested? You’re going to really think this is crazy. I was looking for something and so, I did this quick Google search and I was looking for inspirational business quotes. Inspirational business quotes I put in quotes and then I did the plus sign and did women. There were a number of articles, all about inspirational business quotes. I looked at the first five and I barely could find any inspirational business quotes, women.

Eleanor Beaton: We’re going to be doing an infographic about it because it’s actually quite hilarious that there were more quotes from cartoon characters than there actually were from women.

Kris Plachy: Sexism.

Eleanor Beaton: Right? It’s like, I think just having this diversity of thought and diversity of voices is so important. When I think about the challenges that I’ve experienced as a woman entrepreneur, it’s hard for me to take away the gender lens. I want to hear from women like you and like Brooke. I want to hear their experiences because to me, it’s so much more powerful to know that somebody else, with whom I can relate, has gone through these experiences and I want to hear what she has to say.

Kris Plachy: Yeah.

Eleanor Beaton: Yeah.

Kris Plachy: Oh gosh. We’re on a tipping point. I’m in a group that Brooke leads, with other millionaire entrepreneurs and they’re all women. The safety and the vulnerability that we can create for one another. The want and the willingness to allow people to shine and acknowledge their success, it’s so empowering. Yeah. I think we’re both onto it. It’s interesting, the quotes piece that you’re mentioning because, I tried. Patty McCord’s book, Powerful, is exceptional, from Netflix. I love her book. I do the audio and then yet, at the end of each chapter, have you listened to her book?

Eleanor Beaton: No I haven’t.

Kris Plachy: At the end of each chapter, we listen through chapter, it’s all her, and then at the end of the chapter, it’s a guy explaining to us what we should remember from the chapter. I’m like… What’s happening? I never notice stuff like that. I’m like, “Why is there a guy telling me what I need to remember? Why isn’t she telling me?” Getting out of that later…

Eleanor Beaton: I know. What was that?

Kris Plachy: She had some really good quotes.

Eleanor Beaton: I’m going to go check it out.

Kris Plachy: Go check her out because she’s-

Eleanor Beaton: I will.

Kris Plachy: … is wicked smart. I like her a lot. I think she has a lot of good stuff to say. Okay. So good. Love everything. Let’s talk about a little nitty gritty. I have a couple nitty gritty questions.

Eleanor Beaton: Oh, I love those.

Kris Plachy: When you bring somebody into the team, how do you communicate to them what your expectations are?

Eleanor Beaton: Oh, this is so great. Generally, this is interesting, my approach is that I… I’ll create a job description and I actually… I’m going to tell you how in some ways, I feel a little anti-job descriptions. I’ll get there in a moment. I create a broad job description and then I get people started, typically, on a couple of key projects. The reason is, I want to see what they can do.

Eleanor Beaton: Often, in the hiring process, even though I like to hire slow, very often I find that even in that process, you can’t uncover the genius that a person has. A classic example is, I hired this woman for our team and she was coming in because she had a strong journalistic background. I see us as a media company so she was a core content producer. Then it turns out that she’s this incredible graphic designer, has an incredible eye, is amazing at editing. She has all these incredible, technical skillsets and so, we actually morphed her role to fit her.

Eleanor Beaton: Typically, that’s what’s happening first. I’ve got some core projects. This is what success looks like. This is what id like you to do and then, as far as communicating expectations, in the beginning, what I’m typically communicating is my expectations around a cadence of accountability. Here’s how we report in. Here’s how, once I have a grasp of how they’re doing and what their capabilities are, that’s when I start to put a little bit more together in terms of firm metrics.

Eleanor Beaton: Typically at that point, that’s where the metrics often, in a small company, are going to, everybody’s going to have metrics that are related to revenue growth.

Kris Plachy: Right.

Eleanor Beaton: I think about hunters and farmers. Even the farmers are going to have metrics around revenue growth. That’s often how I’m painting expectations. The place where I sometimes fail as a leader is that, I will, because we work in a project basis, and because my inclination is to sit back in a very coach-y way and see what people are capable of and willing to be surprised, what my tendency has been is that sometimes, I won’t be as clear as I need to be with people around, this is your explicit responsibility.

Eleanor Beaton: You are explicitly responsible for this project. If we don’t get the results that I want, I realize it’s typically because I haven’t made that clarity of roles. That’s where my approach, this sort of, let’s take a creative, broad based looked at this in the beginning, that’s where that approach can fail sometimes if I’m not coming in quickly enough when we are loading those projects to say, “You’re explicitly responsible for this.”

Kris Plachy: Yeah. The language I use around that is having one belly button to push.

Eleanor Beaton: That’s amazing.

Kris Plachy: People think it’s very specific.

Eleanor Beaton: I know.

Kris Plachy: It’s like, this is my belly. You are my belly button. It’s because, if you have all these other things going on, you can’t be chasing who’s doing what, you’re it. You’re the person I’m holding accountable to get this done by this day, here are the benchmarks we’re going to evaluate. Absolutely. I love the way that you approach that because it’s holistic. You’re really tapping the talent and the strength of the team but also, back-ending it with the piece that, everything we do, should be contributing to the success of the business.

Kris Plachy: There’s has to be a tie back to that. I just said this again on the podcast I was recording this week. We don’t just hired people to be employers.

Eleanor Beaton: Exactly. Exactly. I mean, I think this is the other part that I’ve seen is that sometimes, I see a tendency to not build the team quickly enough. It’s like, the indicators are there. The lead generation, the marketing, is effective and it’s working and that becomes a point where, I think it’s really important for us as women entrepreneurs, to start building out our team because business is a team sport and if it doesn’t happen quickly enough the typical excuse is, “I don’t think I can afford to hire this team member to pay for this team member.”

Eleanor Beaton: On the one hand, I get it but a couple years ago, I started doing very informal research. Basically, I was going to every single successful women entrepreneur I knew. She ran a profitable multi-million dollar company. I said, “Listen, I’ve got one question for you. As you’ve been growing your business, did you 100% know with perfect certainty, that you could afford to hire every hire?” Time and again they said no.

Eleanor Beaton: That’s where this idea of an ROI plan comes into play. When you’ve got those accountabilities and you are holding people accountable or you have tasks that help to generate revenue, that’s how you pay for them. Yeah. It’s interesting. The flip side of holding people accountable or communicating expectations I think, I also saw that, maybe you can relate or others is that, one of the things that would also happen if I wasn’t holding people explicitly responsible is that I was doing the rescue thing.

Eleanor Beaton: What would happen is, if I didn’t hold them explicitly responsible, and the results weren’t… I would take off my business suit, put on my business woman cloak, which hadn’t gathered as much dust as it should have-

Kris Plachy: I’m just complimented by the fact that, well I wasn’t clear while I was-

Eleanor Beaton: That’s right.

Kris Plachy: I’ll just, yeah.

Eleanor Beaton: Exactly. I’m just going to do it.

Kris Plachy: I don’t want to make them feel bad.

Eleanor Beaton: Right. You’ve heard this before.

Kris Plachy: It’s a very super, special cloak.

Eleanor Beaton: Right?

Kris Plachy: Yep.

Eleanor Beaton: It just feels so good and comfortable.

Kris Plachy: It’s amazing. It’s midnight and you’re cursing yourself, “Why the hell am I doing this?”

Eleanor Beaton: I know. I know. Someone asks you what’s new and you have no answer for them.

Kris Plachy: I couldn’t tell you. Couldn’t tell you. That’s cute. I love that you said that. I love that you said that. All of you listening, all of us do this. There’s just no up side. What it requires is, on the front end, the heavy lifting. The working through and really thinking about the project and what you want it to look like and what you want for each person to own. That’s the heavy lifting.

Kris Plachy: What we really want, in a perfect world, is somebody to just come in and take care of it for us, please.

Eleanor Beaton: Oh yeah.

Kris Plachy: Yeah.

Eleanor Beaton: I think it’s because it’s this myth around delegation. That delegation gives you all this additional time. The thing is, it does eventually. I think we need to see the space and time that we free up from delegation. I think we need to see that as a return on investment versus an immediate pass because in the beginning there’s things. If you’re doing the job, you have this between your ears.

Eleanor Beaton: As you start to delegate the projects, you’re so right, it’s that heavy lifting of visioning.

Kris Plachy: Yeah. It’s a lot of work to read your own brain.

Eleanor Beaton: Totally.

Kris Plachy: Yeah. I love that you said it that way because it’s such a put off. I started putting all of my processes in my business in Suite Process.

Eleanor Beaton: I love Suite Process. I wish I invented it.

Kris Plachy: I know it. You know what I don’t love, putting it in.

Eleanor Beaton: Yeah.

Kris Plachy: I love when I open it and they’re all there and I’m like, “Oh, I love myself.” You know when I don’t love myself? When I’m putting it in there.

Eleanor Beaton: I know.

Kris Plachy: Like, this is awful.

Eleanor Beaton: Also, we’ll also enter my most entitled. Take an entitled two-year-old and that’s me creating the-

Kris Plachy: Yes. I should be happy to do this.

Eleanor Beaton: I shouldn’t have to do this. Yeah, it’s so important.

Kris Plachy: Isn’t it common sense? No sister. Nothing.

Eleanor Beaton: Not at all. Not at all.

Kris Plachy: Anybody who’s listening, no. You say that out loud to anyone, you have to hear my voice and Eleanor’s voice. “No. It’s not common sense,” which means you have to write it down, create a Loom, put it on paper. Yeah. Loom actually, for me, is the savior. If I can just make a Loom instead of having to write something, I’m in Heaven.

Eleanor Beaton: Definitely.

Kris Plachy: I just discovered Loom about a year ago. I don’t know. For those of you who don’t know what Loom is, everybody needs Loom.

Eleanor Beaton: Go check it out. Go check out Loom and Suite Process.

Kris Plachy: Yeah. I actually have one person that I know, who only communicates… Oh, it’s Brooke. That’s why I was like, “Where is this in my head?” You can only communicate through Loom.

Eleanor Beaton: Oh. Love it. That’s smart. That’s smart.

Kris Plachy: Yeah, because it forces you to document what you’re explaining instead of talking. Then people only remember like 20% of what you said.

Eleanor Beaton: Well, that’s that discipline of leadership which is, at the end of the day, accountability is such a huge part of it. That’s the gift of leadership. To me, the gift of entrepreneurial leadership is just this continuous, healthy challenge of, can you rise to the occasion of your vision? Can you back it up with the things that you do and the woman that you are?

Eleanor Beaton: To me, that’s why I love harvesting money from my business but I also love harvesting the personal growth from my business and from the person that it makes me become if I want to be successful and if I want to make this vision real.

Kris Plachy: That’s so good. That question: can you rise to the occasion of your vision? Are you kidding? It’s going in my journal. That’s brilliant. I’m going to write that one out while I’m on my vacation. While we were talking about you looking for inspirational quotes-

Eleanor Beaton: Yes.

Kris Plachy: Here’s what we need, we need somebody to go back and listen to this podcast.

Eleanor Beaton: Exactly.

Kris Plachy: Put them all on Goodreads.

Eleanor Beaton: That’s right. You’re going to find a lot. You’re going to find a lot. Make sure you tag us.

Kris Plachy: Who you are in the world, you like to make beautiful, quote-y memes, we want you.

Eleanor Beaton: Exactly.

Kris Plachy: The other one that I wrote down is, “Delegation does give you time… eventually.”

Eleanor Beaton: Yeah. That’s so huge because I have seen so many times and I’m sure you’ve seen this too, the look of betrayal, sheer betrayal when someone comes to you and they’re like, “I hired this person and I still don’t have the time.” I’m like, “Yeah, it’s going to take time. You don’t invest money in the market and double it tomorrow.” It takes time. It is so worth it because once they get the process and get your expectations, what they can contribute, it’s a marvel of creating really.

Kris Plachy: Yeah. It’s amplified. As soon as you have the right team, everything is exponentially better.

Eleanor Beaton: Yeah.

Kris Plachy: It’s the process. The elements I focus on is the human capital part but we have to have, understand the relationship we have with our money, our time, our business, our team, and our brain. Much of what we’re talking about here is understanding that, at every level of your business, you will be challenged to think differently. If you don’t accept that challenge and you just insist on how hard it is and difficult it is and overwhelming it is and you feed that, you won’t move through it.

Kris Plachy: We have to be willing to do the really hard things to grow and scale the business that we want to have in the world, whatever that business is that you want to achieve. These invitations show up, with that employee who doesn’t quite do what you wanted, that’s an opportunity to shut it down or think, “How can I think about this differently to get a different result?”

Eleanor Beaton: I couldn’t agree more. It is that continuous invitation. It’s that humbling exercise. The thing that I always think about is back when I used to practice yoga for a hot minute-

Kris Plachy: Really? Hot yoga, for a minute?

Eleanor Beaton: Oh my gosh. I did. I remember, when I first learned how to do downward dog, and the instructor was like, “This is a resting position.” Meanwhile, sweat is dripping off my body. I cannot hold the position at all. I’m like, “What are you talking about? There is no rest in this.” Over time, I learned, that became a resting position. I learned how to rest in place. I think for us as leaders, that ability to cultivate that sense of being able to rest while you’re doing those hard things, that to me is what creates that resilience and that ability to be in business for the long haul because I think today, there’s so much emphasis on immediate return on this sense that you can create this immense success overnight when in reality, most things that are worth while, particularly in business, are the result of consistent effort over time.

Eleanor Beaton: To do consistent effort over time, we have to be able to rest and catch our breath through the hard things. I just, preach Kris, preach.

Kris Plachy: Thank you. What you said too is so powerful because, there’s a lot of women who are entrepreneurs who have had a lot of fast success, especially from a revenue perspective. I’ve been in business for seven years and I’m watching people now who, within two years, are just having skyrocketed success, which is exceptional. I think I did a podcast not long ago that, you can’t rush human growth. This is the part where I think, they’re not getting it.

Kris Plachy: I can’t pull a trigger and make it be like I did with the Facebook funnel. You can’t. That’s okay. I want to share another quote with you that I got from a yoga instructor that’s spot on to what you just said and I think that’s a great place for us to leave this conversation even though honestly, I could talk to you for another hour.

Eleanor Beaton: We could brainstorm success quotes for 24 hours.

Kris Plachy: We’ll have to do a part two.

Eleanor Beaton: I know. Exactly. On my show. On my show.

Kris Plachy: Okay. I’m all in. She said, “We were doing some hard,” she says some hard but I feel like they all are, and she said, “Don’t worry if your body shakes. It’s just weakness leaving your body.”

Eleanor Beaton: Oh, that is so good. Who is she?

Kris Plachy: I know. She’s like here in Folsom. I have goosebumps all over my body just saying that. That’s the get. If you can really get these tough conversations, these tough decisions, these tough, tough moment as a woman who’s leading her business, it’s okay. It’s going to be okay. You can do it.

Eleanor Beaton: Beautiful. Beautiful.

Kris Plachy: You’re amazing. I’m so honored to have had you on the show. Thank you for joining me and I’m hoping and excited to when we will see each other in person.

Eleanor Beaton: Oh, absolutely. I can’t wait. I can’t wait. It was such a privilege. Thank you so much Kris.

Kris Plachy: My pleasure. My very big pleasure. Thank you. Hey, don’t miss a thing. Make sure you join my community at krisplachy.com/connect. Once you join, you’ll get all the information on exclusive and private experiences that I’m offering to my clients. I can’t wait to see you there.

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